In July, our team made moved into Hope Park Workspaces, enticed by the allure of quality facilities. Yet, the benefits extended beyond well-maintained offices with superfast broadband, 24-hour CCTV, secure onsite parking, a stellar reception team, onsite café, meeting rooms, and sports facilities.

Hope Park Workspaces isn’t just about business; it’s about making a significant impact. Operating as a social enterprise in partnership with the national charity Transforming Lives for Good (TLG), every profit generated at Hope Park goes into investing in the futures of struggling children across the UK via TLG.

Transforming Lives For Good’s Journey

TLG originated as a youth club in Great Horton Bradford in 1998 and has since grown to over 200 education centres across the UK, assisting over 5000 vulnerable children annually. TLG’s driving force, Tim Morfin, was awarded an OBE in the King’s birthday honours list.

Andrew Burton, Chair of Trustees at TLG, expressed his delight: “Tim’s vision to positively impact the lives of thousands of children and young people across the UK remains inspirational.”

Watch TLG in Action – A video by TLG Films on Vimeo.

“One in Four children struggle to cope with life” – Princes Trust, 2021

“Child referrals for mental health care in England up 39% in a year” – NHS, 2023

TLG’s Impactful Services

Early Intervention:

TLG’s Early Intervention provides practical solutions, offering one coach, one child and one hour a week. Across the UK, children face various struggles affecting their education. Whether it’s bullying, bereavement, family breakdown, poverty, or being in the care system, TLG intervenes to support children, families, and schools in communities.

Make Lunch Program:

The scale of holiday hunger is alarming, with over 1.5 million children receiving Free School Meals and millions more living in poverty. TLG’s Make Lunch program empowers churches to address this issue, providing free, hot, and healthy meals during school holidays. Since its inception, partner churches have served over 120,000 meals across the UK, making a vital difference.

Get Involved

Are you interested in making a difference, too? Explore TLG’s Corporate Partnerships on the TLG website. Your contributions can support existing centres, maintain high training standards, and open new TLG centres for children affected by adverse childhood experiences, especially those additionally impacted by lockdowns, COVID-19, or the cost of living crisis.

In conclusion, our move to Hope Park Workspaces isn’t just about a great office space—it’s about contributing to something meaningful. Join us in supporting TLG’s mission to transform lives for good.

Understanding Employment Contracts: What You Need to Know

Introduction to Employment Contracts

An employment contract is a vital document establishing a legally binding agreement between an employer and an employee. It outlines the terms and conditions of employment, ensuring clarity and fairness for both parties. Employment contracts can take various forms, including verbal agreements, written documents, or agreements established through conduct.

Verbal or Written: The Formation of Employment Contracts

Employment contracts can be established through verbal agreements, written documents such as job offer letters or emails, or through the actions and conduct of the parties involved. It’s crucial to note that even if a written statement summarizing employment particulars is provided (as required by the Employment Rights Act 1996), the actual employment contract encompasses broader aspects beyond this statement.

Types of Terms in a Contract

Employment contracts consist of various terms, including:

Main Terms: These include pay, working hours, and other essential details outlined in the written statement.

Other Clauses: Additional clauses may cover confidentiality, code of conduct, or policies regarding social media and data protection (GDPR).

Exclusivity and Flexibility Clauses

Exclusivity Clauses: Employers are prohibited from including clauses that prevent employees from working for other employers, ensuring individuals have the freedom to engage in multiple work arrangements.

Flexibility Clauses: These allow employers to make reasonable changes to terms and conditions, often necessary for adapting to evolving business needs. However, these changes should be fair and communicated effectively.

Employer and Employee Duties

An employment contract outlines the employer and employee’s duties and responsibilities. It includes the employer’s obligation to provide a safe working environment and the employee’s commitment to performing assigned tasks.

 

Employment Contracts and the Law

Written Statements of Employment Particulars

As defined by law, all employees and workers have the right to receive a written statement of employment particulars. This document includes essential terms like pay and working hours. It is commonly referred to as the employment contract but is more legally comprehensive.

Employment Status

Whether an individual is an employee, worker, or self-employed, employment status is crucial in determining rights and responsibilities.The employment contract, job offer, and the nature of the working relationship determine employment status.

Termination of Employment Contracts

Both employees and employers have the right to terminate employment contracts. Termination can occur through resignation, dismissal, or redundancy. Employers must follow fair procedures and comply with legal requirements when terminating contracts.

Zero-hours Contracts

Zero-hours contracts provide flexibility for both employers and workers. Key points to consider:

Workers on zero-hours contracts have rights, including the National Minimum Wage, paid holidays, and protection from discrimination.

Employers must not enforce exclusivity clauses or treat zero-hours workers unfavourably for working elsewhere.

Rest breaks and notice periods vary for employees and workers on zero-hours contracts.

Part-Time Workers’ Rights

Part-time workers are protected against less favourable treatment compared to their full-time counterparts. Benefits, including pay and leave, should be pro rata based on the hours worked.

Non-Disclosure Agreements (NDAs)

NDAs, or confidentiality clauses, may be used to protect sensitive information during or after employment. However, they cannot prevent whistleblowing or reporting a crime.

Changing Employment Contracts

Employers and employees may propose changes to employment contracts. Considerations include:

• Exploring alternatives.
• Understanding the reasons for change.
• Managing potential risks such as legal claims or damaged working relations.

Conclusion

Understanding employment contracts is crucial for fostering positive employer-employee relationships, ensuring legal compliance, and providing a framework for fair and transparent work arrangements. Both parties should approach contract negotiations with clear communication and a commitment to mutual respect and understanding.

Unleash your business’s full potential with our expert HR and employment support. Proactive employers protect their reputation and business interests by taking employment-related legal matters seriously. Our diligent employment law specialists work closely with you, providing comprehensive information and advice on various employment topics.

 

Book in with one of our experts for Business Protection

Our expert consultants offer guidance, immediate support in employee emergencies, and on-site assistance within two hours for difficult situations. In case of a tribunal, our consultants will be there throughout the process, saving you time and expense.

But our support doesn’t end there. As part of our service, we conduct an in-depth review, providing on-the-spot advice on improvements or adjustments to your HR documentation, H&S management systems, and employee engagement. Let us help you protect your business and ensure compliance with our employment law support service.

Protect Your Business and Ensure Compliance with Eternal Engagements’ Employment Law and HR Support Service. Book a consultation with our experts today. Click here for our Contact page

As the new year unfolds, UK employers must be well-versed in the critical payroll updates taking effect in January 2024. Here’s a comprehensive overview:

National Insurance Contributions (NICs):

About Employee Class 1 NICs: A significant reduction from 12% to 10% in the main rate of primary Class 1 NICs for employees, effective January 6, 2024. This change is expected to benefit approximately 30 million UK employees.

Self-Employed Class 4 NICs: Self-employed workers will experience a reduction from 9% to 8% in the main rate of Class 4 NICs, effective April 6, 2024. Approximately 5.5 million self-employed individuals are anticipated to benefit from this adjustment.

National Living Wage (NLW) and National Minimum Wage (NMW):

National Living Wage: Prepare for a substantial 9.8% increase, bringing the NLW to £11.44 per hour from April 1, 2024—the most significant annual raise in over two decades. This rise also extends to those workers aged 21 and 22.

National Minimum Wage: Expect notable increases for specific age groups, with the NMW for 18-20-year-olds increasing by 14.8% to £8.60 and the 16-17-year-olds and apprentice rates both increasing by 21.2% to £6.40

Statutory Payment Rates:

Statutory Sick Pay (SSP): Effective April 1, 2024, the proposed SSP rate rises from £109.40 to £116.75 per week.

Statutory Maternity Pay (SMP) and Statutory Paternity Pay (SPP): Commencing April 6, 2024, expect an increase in SMP and SPP rates from 90% of average earnings up to a maximum of £1,566.66 per week to 90% of average earnings up to a maximum of £1,610 per week. The proposed new SMP/SPP rate rises from £172.48 to £184.03

Statutory Shared Parental Pay (ShPP) and Statutory Adoption Pay (SAP): Also starting April 6, 2024, the ShPP and SAP rates will increase from 90% of average earnings, up to a maximum of £663.33 per week to 90% of average earnings, up to a maximum of £675 per week.

Other Updates:

Real-Time Information (RTI): No alterations to RTI reporting requirements for employers in January 2024.

Investment Zone Employers National Insurance Relief (IZENR): The IZENR scheme will continue operating in 2024.

Employment Allowance: The Employment Allowance remains unchanged at £5,000 for 2024.

These are pivotal payroll updates for UK employers in January 2024. Staying abreast of these changes is vital to ensure your company complies with the latest regulations. Keep informed, stay compliant, and navigate the evolving payroll landscape effectively.